Ways to communicate appreciation with those around us.
It’s that 79% of employees quit due to a lack of appreciation. The research is from the US (you can check it out HERE) and whilst it may not be an Australian statistic it got me wondering if the numbers would be the same here in Oz. That same article also stated that 69% of employees say they would work harder if they felt their efforts were better recognised.
I’m sure that everyone will agree that an employee who feels appreciated will always do more than what is expected of them. They will be more engaged and fulfilled and are more likely to hit both individual and organisational goals which in turn makes for a more successful team. Plus the team culture will benefit from happier and engaged employees, which enhances your staff retention and lowers turnover. All great things!
So, with those sobering statistics in my head I thought, what can we do to ensure that our people feel appreciated? The concept of giving out rewards and recognition is not a new one. However, it’s critical to understand that what makes one person feel appreciated doesn’t necessarily make their teammate feel appreciated. So even in organisations where recognition is deemed important and is regularly delivered, efforts at expressing appreciation are often ineffective because we tend to hope a ‘one size fits all’ approach will do the trick.
Some of you may be familiar with the book “The 5 Love Languages” by author and Psychologist-anthropologist Dr. Gary Chapman where he identifies five different ways to express love to our romantic partners. It was such a hit that in 2021 he teamed up with Dr. Paul White to write a follow up called “The 5 Languages of Appreciation in the Workplace”. Their intention of applying this concept in the workplace was to assist leaders in creating a culture of care, empathy and appreciation for your organisation. Which leads to greater employee output, retention, increased well being and drives results.
Let’s explore these 5 Languages of Appreciation in a bit more detail and share some practical tips to help you ‘speak’ these languages:
The language of specific and meaningful praise. It seems obvious but studies suggest it is not done often enough. This ranks as the number 1 language for almost 50% of employees.
To recognise and connect with people who "speak" this language, give them specific praise with the intention of wanting to connect and build them up. Rather than sweeping statements which can sound like platitudes. If the words are sincere and authentic it will speak volumes.
Practical tips for “Words of Affirmation”
Get specific.
“Good job” or “thanks for your good work today” isn’t enough. Appreciation and positive feedback is most effective when it’s sincere and specific. Try something like “I loved the way you answered that question from Sarah today - so cheerful, helpful and knowledgeable!”
Be timely.
In a similar vein as being specific, you’ll want to be timely to make your words of affirmation as impactful as possible. Avoid saving up all your praise for an employee’s performance reviews—instead, share appreciation in real-time.
Change up the channel.
Certain employees will be more or less comfortable with receiving public praise. Ask your people what they prefer and adjust the way you share words of affirmation accordingly. Your praise could be delivered during a one or one or in front of the team, it could be verbal or written, you could even get everyone involved by creating a moment at the top of your meeting where everyone acknowledges themselves and someone else in the team for their contribution.
For some people, just having you stop and take "quality time" to be with them is the perfect act of recognition and validation. It’s about quality time and quality conversation so to ‘speak’ this language, ensure that you consider which ways your people would like to spend their time to feel appreciated and then eliminate distractions and be available!
Practical tips for “Quality Time”
Make space for mentorship.
Learning and development is a top priority for today’s workforce, having dedicated time to connect with and learn from others in the team can be hugely impactful.
Check in meaningfully.
Checking in with your team on a recurring, consistent basis is a best practice whether or not they value quality time. This is particularly important for those who value quality time, receiving your undivided attention is essential.
Expand team meetings beyond status updates.
Team meetings are generally dedicated to updates and team alignment. By extending the scope of these meetings and incorporating connection activities you can create space for your team to feel seen and heard and enjoy quality time with each other.
Create moments for teammates to connect.
In a recent study on the state of workplace connection, I read that just 38% of employees feel that their organisation is effective at helping them build authentic relationships with coworkers and managers. In this era of hybrid working, it’s critical to facilitate opportunities for connection. This can be a balance of more structured experiences (like an onboarding lunch for a new teammate) and more flexible options (like a dedicated monthly budget for fun, team-driven activities).
Most people would probably think that gifts are pretty high on most employees' wish lists and it is one of the most often used love languages in the workplace. Research shows that it is actually the least chosen language with only 6% of employees choosing it as their primary language and 68% reporting it as their LEAST valued language.
That doesn’t mean put it in the too hard basket. It just means that it shouldn’t be a ‘catch-all’ and instead it’s about giving the right gift to the right person. It also doesn’t necessarily have anything to do with the dollar value of the gift, the guiding principle here is to choose gifts that show thought and personalisation.
Practical Tips for “Receiving Gifts”
Get personal with employee gifts.
The key to giving gifts is to understand your employees' wants and needs. Get curious, ask questions, and start conversations with the people you work with. Understanding how they enjoy spending their time, or even what their favourite treat is, can help you choose a meaningful gift.
Give the gift of time off.
According to research, nearly half of employees rank getting a paid day off in their top three preferred types of recognition. And counter to the myth that more time off means less productivity, paid time off can greatly boost job satisfaction and long-term motivation.
Reward milestone achievements.
Every employee journey has key milestones. Every project has key milestones. Make these milestones opportunities to celebrate with tangible gifts. Attach these gifts to your employee’s individual contributions or to your team’s collective success. And make sure to show your people how their work is impacting the organisation’s goals.
This is when we appreciate someone going out of their way to make our life easier. Acts of service in the workplace is lifting your coworkers up with your actions rather than your words. Ways to recognise people who "speak" this language means doing small things for them as a way to say “Thank you”, “I appreciate you” or “I support you”. Small gestures that show workers they are valued can go a long way.
Practical Tips for “Acts of Service”
Take one for the team.
No matter how exciting a job or project is, there are always menial (but critical) tasks that nobody wants to do such as sending follow up emails and taking notes during meetings. An act of service at work could look like volunteering to take on a menial task for a teammate because you have the bandwidth and they need the support.
Service comes in small acts, too.
Whether it’s picking up a coffee for a busy team mate, or providing dinner for team members working extended hours, small but thoughtful gestures can have a major impact because they acknowledge people’s hard work and show that you care about their wellbeing. The goal is to create a culture of service.
Ask how you can help and then help that way.
Before just diving in and doing a task that you think they would appreciate (which though well intentioned, could really backfire) ask these questions: What can I do that would be helpful to you?When would be the best time to help?How would you like the task done?
This is definitely a trickier one in the workplace! Despite the challenges associated with physical touch in the workplace, the potential benefits of appropriate physical touch are significant enough not to abandon this language of appreciation altogether.
“Practical Tips for Physical Touch”
Don't assume
Everyone’s levels of comfort differ when it comes to physical touch. You may love hugs from colleagues, while others may prefer high-fives. Either way, you should never assume that a coworker shares your preferences. Always ask before initiating any physical touch, it’s critical to remember that the recipient is always the authority on what is acceptable touch.
Respect boundaries.
If someone asks not to be touched, don’t take it personally. Instead, lean into your compassion and understand that they have reasons for not wanting physical interactions with their coworkers—whether that’s due to negative experiences, cultural differences, or personal preferences.
You don’t actually need to get physical.
Another way to convey ‘physical touch’ in the workplace is using positive body language such as facing people directly and actively listening when interacting with that person.
Although we will accept appreciation in all five languages, we will not feel truly valued unless the message is communicated through our primary language as it communicates more deeply to us than others.
Email us on hello@luminateleadership.com.au and we'll send you a quiz to discover which of these 5 Languages of Appreciation resonate with your team.
With this knowledge in hand, you can communicate with your team in more meaningful, impactful, and positive ways, and tailor your employee appreciation so it truly resonates.
